Participants in a training program are asked to log in to a website at their convenience, watch a video lecture, and take a quiz. This is an example of which of the following types of training?
A. Asynchronous
B. The Delphi technique
C. Vestibule D. Mobile learning
Wine Cellar Barrels recently became aware of several negative reviews online related to the company's customer service. Management has tasked HR with designing a strategic training initiative to address the interpersonal skills of the call center staff. HR's first step should be which of the following?
A. Design the training.
B. Conduct a needs assessment.
C. Identify training participants.
D. Schedule the training.
John's organization has collected several applications for an employment position within his organization. The data collected from these applications must be kept secure and private, especially in light of the Privacy Act of what year?
A. 2007
B. 1964
C. 1968
D. 1974
An organization has an employment position available in their fitness center. The position is to be the female locker attendant. As part of the employment posting, the HR has made it a requirement that the person eligible for the job must be a female. Management believes that this requirement may be in violation to the Civil Rights Act, Title VII. Is this a violation of the Civil Rights Act, Title VII?
A. No, this is common sense for a female locker room attendant.
B. No, this is an example of a Title VII exception.
C. Yes, no posting for employment can include a preference for males or females.
D. Yes, no hiring or firing can be made solely on the sex of the applicant or employment.
As an HR Professional you need to be familiar with the Age Discrimination in Employment Act 1967. What is the maximum age this act applies to people?
A. 65
B. There is no age limit in the act
C. 75
D. 70
Which of the following Acts provides protection to workers in the event of mass layoffs or plant closings?
A. WARN
B. BLBA
C. FECA
D. OSHA
The Americans with Disabilities Act of 1990 identifies an individual with a disability, as a person who has one or more of the following characteristics except for which one?
A. Is regarded as having such impairment that substantially limits one or more major life activities
B. Has a physical or mental impairment that substantially limits one or more major life activities
C. Has a record of such impairment that substantially limits one or more major life activities
D. Is believed by employers that an individual having a physical or mental impairment substantially limits one or more major employment activities
As an HR Professional you must be familiar with several different lawsuits and their affect on human resource practices today. What did the legal case, the United Steelworkers of America versus Weber regard?
A. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring women and minorities.
B. The United States Supreme Court held that the Civil Rights Act of 1964 did not bar employers from favoring women and minorities.
C. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from using racial criteria as a method to determine workplace advancement.
D. The United States Supreme Court held that the Civil Rights Act of 1964 did bar employers from favoring minorities, but could do gender based favor.
Which of the following is a process that occurs due to mergers, outsourcing or changing business needs?
A. Outplacement
B. Involuntary exit
C. Voluntary exit
D. Plant closing
Roberta's company routinely tests all employees for illegal drug usage. Juan is refusing to participate in the drug test because he is an employee with a physical impairment that substantially limits his major life activities. Juan insists that the
drug testing is a violation of the ADA's restrictions on medical examinations.
Does the ADA prohibit illegal drug testing?
A. Yes. All medical examinations are prohibited from employees covered by the ADA.
B. No. The ADA does restrict medical examinations related to the disability, but not for tests for illegal drugs.
C. No. The ADA does not restrict medical examinations as part of the law.
D. Yes. All medical examinations are prohibited from employees that an employer has deemed a participant of the ADA program.
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